Long-Term Development of Employee Well-Being: A Latent Transition Approach

The long-term development of employee well-being is still poorly understood. Consequently, in this three-wave 10-year longitudinal study among Finnish managers (n = 402) the development of employee well-being was examined in in detail. Specifically, the long-term development of job-related affective well-being was investigated at the intra-individual level, simultaneously taking into account positive and negative indicators of well-being, the level of well-being, and the direction of change. Further, the issue how (changes in) job resources and employee well-being were related across time was examined. By applying a novel person-centered methodology, factor mixture modeling and latent transition analysis, the results revealed that the development of favorable job-related affective well-being was eight times more probable than that of unfavorable development across the 10-year study period. Job resources predicted a high level of job-related well-being and, also, job resources increased along with favorable changes in well-being. Overall, the findings contribute to knowledge in the area of positive occupational health psychology by offering a detailed picture of the level of job-related affective well-being and its development over time.     

Work addiction and presenteeism: The buffering role of managerial support

The current study examined the mediating effect of presenteeism and moderating effect of managerial support in the relation between workaholism and work–family conflict. A sample of 1065 white‐collar employees from an Italian company filled in an online survey and hypotheses were tested using a bootstrapping procedure. Results showed that presenteeism mediated the association between workaholism and work–family conflict. Moreover, the mediating effect of presenteeism was moderated by managerial support: for employees reporting lower levels of support workaholism was stronger related to presenteeism than for those experiencing higher support. Presenteeism, in turn, was related to greater levels of work–family conflict. The present study sheds light into the protective role played by managerial support in preventing workaholic employees from forcing themselves to attend work also when feeling sick. Accordingly, early intervention aimed at buffering the negative association between workaholism and work–family conflict should focus on training managers to develop supportive leadership skills.     

Authenticity at Work: A Matter of Fit?

Authenticity at work refers to the extent to which a worker feels in touch with their true self while at work. At first sight this concept seems to overlap with the concept of person-environment (P-E) fit, that is, the degree to which an individual experiences good fit with their work environment. Drawing on a sample of 867 Dutch gifted workers, structural equation modeling was used to investigate (i) whether authenticity at work and P-E fit can be distinguished, and (ii) how authenticity at work and P-E fit were associated with employee well-being. As expected, confirmatory factor analysis revealed that authenticity at work and P-E fit were distinct from each other. Moreover, the mediated effect of authenticity at work was stronger for two negative forms of well-being (burnout and boredom) than for two positive forms of well-being (work engagement and job satisfaction). The theoretical and practical implications of these findings are discussed, especially focusing on the distinction between authenticity and P-E fit.     

Validation of a Japanese Version of the Work Engagement Scale for Students

We sought to verify the reliability and validity of the Japanese version of the Utrecht Work Engagement Scale for Students (UWES‐S‐J). We examined 824 university students. We calculated the goodness of fit for a single‐factor model and the three‐factor model. The fit to the data was better for the three‐factor than for the single‐factor model, but all factors were highly positively correlated. Additionally, the UWES‐S‐J had good internal consistency and test–retest reliability. For the content validity, there were significant positive correlations between the UWES‐S‐J score and social support, a resilience scale, and subjective happiness. The UWES‐S‐J has good reliability and validity and may therefore be used to assess study engagement among Japanese students.     

Workaholism in the Netherlands: Measurement and Implications for Job Strain and Work–Nonwork Conflict

Cette recherche traite de la mesure et des conséquences du travail comme conduite addictive aux Pays‐Bas. La première étude décrit le développement et la validation d’une version hollandaise de la Work Addiction Risk Scale (WART) de Robinson (1999 ). Une analyse factorielle portant sur les réponses de 356 sujets a montré que la structure factorielle de la WART hollandaise était analogue à celle de la version américaine. La deuxième étude (N= 232) avait pour objectif de décider si la sous‐échelle ?tendances compulsives? (CT) de la WART pouvait être utilisée comme mesure abrégrée du travail addictif. Le recouvrement entre l’échelle complète de 25 items et la sous‐échelle CT était large et la répartition des corrélations avec les autres concepts très proche. La troisième étude (N= 199) mit à l’épreuve un modèle des effets du travail addictif (CT) sur l’épusiement et le conflit travail—hors‐travail, montrant que le travail addictif affectait ces deux variables dépendantes à la fois directement et indirectement (par l’intermédiaire des exigences perçues du travail). On conclut 1) que la version hollandaise de la WART est très proche de la version américaine d’origin; 2) que la WART et la sous‐échelle CT sont toutes deux des mesures valides du travail addictif; 3) que le travail addictif est un concept virtuellement majeur pour l’étude du travail et du stress. This research deals with the measurement and consequences of workaholism in the Netherlands. Study 1 describes the development and validation of a Dutch version of Robinson's (1999 ) Work Addiction Risk Scale (WART). Confirmatory factor analysis (total N= 356) revealed that the factorial structure of the Dutch WART was similar to that of the US original. Study 2 (N= 232) examined whether the Compulsive Tendencies (CT) subscale of the WART could be used as a short measure of workaholism. The overlap between the full 25‐item WART and the CT subscale was high, whereas the patterns of correlations with other concepts were very similar. Study 3 (N= 199) tested a process model for the effects of workaholism (i.e., CT) on exhaustion and work–nonwork conflict, showing that workaholism affected these two outcome variables both directly and indirectly (via perceived job demands). It is concluded that: (i) the Dutch version of the WART is very similar to the US original; (ii) the WART and the CT subscale are both valid measures of workaholism; and (iii) workaholism is a potentially important concept in the study of work and stress.